Theory Of Job Enrichment

4.1 Increase employees’ degree of freedom From the human resource practice of HSBC which is assigning the experienced managers in its company branches to guide and monitor the employees, the possible drawbacks is that some employees will feel overpressure and nervous under the guide of them. Sometimes, the experienced managers will demand and expect too much from the fresh employees causing them to do an ineffective job crafting in their structural jobs which could lead to customer dissatisfaction and harm the image of corporation. Therefore, the HSBC should enhance the degree of freedom among their employees so that employees will able to perform the works independently or self-directing their task and learn from the mistakes

In the long term, the employees’ engagement could be badly affected and it is not a good scenario to the organization. To cater with this issue, HSBC could apply the theory of job enrichment. According to Beatty and Schneider, “Job enrichment is a technique which can motivate the employees which emphasizes that the works need to be challenging and interesting”. The theory of job enrichment was developed by Frederick Herzberg, an American psychologist, in 1968. The job enrichment involving the workers to managerial functions of the higher ranks, allow them to perform more challenging jobs which can strengthen their self-actualization, self-control and self-respect. (Shakeela, Shaheen, and Saleem 2012). The employees will be more engage in doing the challenging jobs and generate great positive income. Moreover, employees will get higher satisfaction by performing more challenging jobs rather than repetitive works. (Memoona, Kiran and Bahaudin,

Having highly adaptable employees also can help to reduce the dependency of employees on their manager or supervisor. The massive changes of diversity, society as well as technology has caused the high demand for employees who could produce new ideas, have high flexibility and able to solve problems in unforeseen circumstances (Kokemuller, n.d.). The employees hired should be able to accept new roles in this high evolving and fast-paced industry and able to stay calm and confident all the times. The employees should be adaptable under the supervision of employers and it involves preparing backup and alternative options during the open discussion at all the times (Kokemuller,